In this video, we look at the key elements and things for employers to consider in relation to the new Job Support Scheme, announced on 24th September 2020, which will be in operation from November 2020 until April 2021.
What happens is an employer finds that an employee can’t return to work as planned after holiday because they have to quarantine?
We look at some of the challenges and possible solutions in this short video.
As Northern Ireland enjoys a bank holiday next week, here’s a short video on taking holidays, flexible furlough and the job retention bonus announced by the Chancellor.
We also take the opportunity to give a message of support to businesses recently given permission to re-open.
In this video, we look at the steps an employer should take if considering making fewer than 20 employees redundant.
The collective consultation requirements if considering 20 or more redundancies are not considered in this video.
On Friday 29th May, the following changes to the Coronavirus Job Retention (furlough) Scheme were announced by the Chancellor:-
Closure to new entrants
The scheme will close to new entrants from 30th June.
Anyone participating in flexible furlough from 1st July, will have had to have been furloughed for a minimum of three weeks by 30th June. Therefore, the last date for an employee to be put on furlough for the first time is 10th June. You must claim for such employees no later than 31st July.
“Flexible furlough”
Until 30th June, it is a condition of the scheme that a furloughed employee must do no work for their employer.
From 1st July, employees will be able to do some work for their employer whilst still staying on furlough. This is known as “flexible furlough”.
Furloughed employees who start to work part time, will be paid in full by their employer for the hours they work. The employer will be able to place the employee on furlough for the hours they don’t work (but which they normally did) and make a claim under the Scheme for those hours.
There is no requirement that an employee must resume working from 1st July – just flexibility that they may.
Government contribution being reduced
Employees on furlough must still receive 80% of their wages when on furlough (up to a maximum of £2,500 per month). The employer’s contribution to the furlough pay will increase over time as set out below:-
| July | August | September | October | |
| Government contribution:
employer NICs and pension contributions
|
Yes | No | No | No |
| Government contribution:
Wages |
80% up to £2,500 | 80% up to £2,500 | 70% up to £2,187.50 | 60% up to £1,875 |
| Employer contribution: employer NICs and pension contributions | No | Yes | Yes | Yes |
| Employer contribution:
Wages |
Not required to contribute provided employee agrees. | Not required to contribute provided employee agrees. | 10% up to £312.50 | 20% up to £625 |
| Employee receives (provided they have agreed in writing) no less than: | 80% up to £2,500 per month | 80% up to £2,500 per month | 80% up to £2,500 per month | 80% up to £2,500 per month
|
Reducing pay or topping up pay
As with the current version of the scheme, employers will still be free to choose to top up employee wages above 80% at their own expense if they wish.
If the employee is not going to receive 100% of their wages it is important that they agree in writing to the reduction in wages.
Further guidance to be published
Further guidance on calculating “flexible furlough” pay is to be published by the government on 12th June.
In what has become a recurring feature over the last number of weeks, we had a significant government announced on the furlough scheme after 5pm on Friday afternoon.
I recorded this video on Friday evening, giving some initial reaction.
I will be on Facebook Live at 4pm today to answer some questions so visit our Facebook page at 4pm if you have any questions.
Please see links below to some new videos in relation to the Coronavirus pandemic that may be of interest to employers:-
Update on furlough following the Chancellor’s announcement on 12th May
What if an employee refuses to come back to work because of a health and safety concern?
What if an employee cannot come back to work because schools are closed and they have no childcare?
For more information on these issues or anything else to do with employment law, please contact us.
This afternoon I recorded 5 short videos on various topics relating to the covid-19 pandemic and employment law.
I hope these videos are helpful. To discuss any of the issues raised in the videos, or anything else to do with employment law, please contact us
Mark
We’re recruiting for an employment law adviser to deliver high quality, pragmatic employment law advice to our clients.
We know the importance of maintaining a healthy work-life balance and appreciate that everyone’s circumstances are different. We will therefore consider a full-time or part-time working pattern for the right candidate for the role.
The successful candidate will have qualified as a Solicitor or Barrister and will have a minimum of 1 years’ experience in advising on employment law.
An ability to form strong relationships with clients and colleagues will be just as important as the ability to deliver excellent advice.
We’re recruiting for an employment law adviser to deliver high quality, pragmatic employment law advice to our clients.
We know the importance of maintaining a healthy work-life balance and appreciate that everyone’s circumstances are different. We will therefore consider a full-time or part-time working pattern for the right candidate for the role.
The successful candidate will have qualified as a Solicitor or Barrister and will have a minimum of 1 years’ experience in advising on employment law.
An ability to form strong relationships with clients and colleagues will be just as important as the ability to deliver excellent advice.
For a job description, person specification and application form, please get in touch by emailing info@markmasonlaw.co.uk in strictest confidence
Closing date – 30th March 2020
For a job description, person specification and application form, please get in touch by emailing info@markmasonlaw.co.uk in strictest confidence
Closing date – 14th February 2020
We’re recruiting for an employment law adviser to deliver high quality, pragmatic employment law advice to our clients.
We know the importance of maintaining a healthy work-life balance and appreciate that everyone’s circumstances are different. We will therefore consider a full-time or part-time working pattern for the right candidate for the role.
The successful candidate will have qualified as a Solicitor or Barrister and will have a minimum of 1 years’ experience in advising on employment law.
An ability to form strong relationships with clients and colleagues will be just as important as the ability to deliver excellent advice.
For a job description, person specification and application form, please get in touch by emailing info@markmasonlaw.co.uk in strictest confidence
Closing date – 14th February 2020